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Video Interviewing, Or Video Screening?

7月 28, 2015

Modern IT technology has made video interviewing an affordable and feasible option, and has largely been able to replace the high travel and accommodation costs of candidates who may ultimately end up giving poor interviews. However, what if we moved the video portion of the process to a step earlier? Two companies have developed solutions for effective video screening, making it possible to perform the rapid assessment and filtering of many candidates afforded by a phone screen — but with all of the face-to-face richness offered by video.

Wowzer

Wowzer founder and CEO Rodrigo Martinez set out to create a video screening technology because he felt that there was not enough interchange between recruiter and candidate during the initial screen and too much inefficiency in asking the same structured set of questions over and over. The set of questions and basic assessment given to a candidate tells the recruiter about a candidate’s basic skills, but not much about how the candidate fits into the culture of the hiring company — which often means much more when it comes to a new hire working out.

The technology actually allows the company to put their image forward and let the candidates respond at their own pace. The recruiter only has to perform the interview once, then the candidates submit their video responses asynchronously, thereby cutting down screening time by quite a bit, while also giving the hiring managers a much more solid feel of the candidates.

Interview4

The company Hire-Intelligence offers a system called Interview4, which has a similar concept to Wowzer. Their experience with video interviewing goes back to 1987, in response to what was becoming a costly situation of bringing in so many candidates to interview, only for them to be rejected almost immediately. Like Wowzer, it’s built around the idea of the structured, pre-recorded interview that candidates can respond to at their leisure.

At Comrise, our recruiters and clients use video interviews to speed up the hiring process and ensure high-caliber talent. But can video screening actually manage to displace the traditional phone screen, and is this new technology a boon for hiring managers? What do you think?

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